🎯AXIS360 Instrument

DISC Personality Assessment

A widely used behavioural style framework, with 16 profile types

Built on Marston's (1928) DISC framework, this assessment measures Dominance, Influence, Steadiness and Conscientiousness across 16 distinct behavioural profiles — giving hiring managers and teams a fast, practical read on working style that goes well beyond a single label.

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28
Items
~12 min
Completion time
16
Profile types
1928
Original research
What

What's included

✓28-item forced-choice survey producing a precise D-I-S-C percentage profile
✓16 distinct blend profiles (D, DI, DS, DC, I, ID, IS, IC, S, SD, SI, SC, C, CD, CI, CS), each with its own deep content
✓Intensity-calibrated narrative — two candidates with the same blend but different score strength get genuinely different report text
✓20-page report with radar chart, pressure gauge, communication guide and 90-day development roadmap
✓DISC Group Analytics for team composition and conflict-risk diagnosis
Why

Why this matters

!
Team friction is often not a competence problem but a style-mismatch problem — a Director working with a Supporter without awareness of the difference reads as clashing personalities rather than what it actually is: two valid, different approaches to getting work done. Marston's (1928) four-factor model gives teams a shared, non-judgemental vocabulary for exactly this kind of difference.
Ideal For
Team formation, onboarding, communication-style coaching, and any hiring or development context where working-style fit matters as much as competency.
How

How it works

1
Candidate completes a 12-minute forced-choice survey
2
AXIS360 computes D/I/S/C percentages and identifies the exact blend profile
3
Report shows the full 20-page profile, or run Group Analytics across a whole team

More personality & behaviour and where they are used

Big Five OCEAN AssessmentASSESS Competency SurveyEmotional Intelligence AssessmentBelbin Team RolesCareer Interest ProfileLeadership Development SolutionManager Selection SolutionSuccession Planning SolutionSample reports for every assessment
Using results responsibly. Assessment results describe tendencies and preferences at the time of testing; they are one input to a decision, not a verdict. Use them alongside a structured interview, work samples and references, tell candidates how their results will be used, and avoid treating any single score as a pass or fail line unless it has been validated for that purpose in your own setting.

Frequently asked questions

Is DISC the same as Myers-Briggs?
No — DISC measures behavioural style (how someone acts), while MBTI measures cognitive preference (how someone thinks). DISC is also open-domain and grounded in Marston's (1928) published research, avoiding the proprietary licensing and validity concerns associated with MBTI.
Can two people have the exact same DISC profile?
They can share the same 2-letter blend (e.g. both 'DI'), but AXIS360's intensity calibration means their actual percentage scores still produce meaningfully different report narratives — same category, different intensity.

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AXIS360 by NonVerbals Consulting · assess.nonverbals.com · nizam@nonverbals.com · +91 76767 09796